Competence development Clause Samples

Competence development. Subclause (1) Subclause (2) Subclause (3)

Competence development. The federations shall provide joint guidance on organising training that promotes employees’ competence required by their duties and guidance on drafting a training programme at workplaces. The aim is to increase the salaried employees’ knowledge of the skills that will be required in working life in the future and how and where to acquire such skills.

Competence development. Subsection 1. Competence development is of substantial significance for the individual employee and for the employer. The employer maintains focus on employee competences to enable each employee to perform the tasks of the relevant individual job description in the present and in future. The joint consultations committee discuss the guidelines the discussions between the employee and the employer concerning the needs and wishes for competence development. The dialogue between the employer and the employee may take place at regular intervals, for instance once every year in connection with the employee development interview. Subsection 2. If the employer turns down a request for competence development, the employee may bring in the union representative pursuant to Section 3, Subsection 7, of the TR agreement.

Competence development. Enterprises shall emphasise targeted development of its employee’s competence as a key strategy for increased competitive ability, customer focus and employee satisfaction. This includes planned training through work situations, courses and continuing education. With the aim of employees becoming qualified to take on new tasks and meeting the companies’ future needs, the parties agree: - that the company and the shop stewards shall regularly discuss general training for the purpose of increasing the competence level of the company’s employees. The parties shall discuss efficient and flexible approaches to training, including the use of digital training, where appropriate. - that the company and the shop stewards shall hold annual discussions on whether there is a competence gap relevant to the companies’ requirements for competence and, if so, what arrangements, if any, can be put in place to enable employees to sit for a trade/journeyman’s certificate or pursue further and continuing education. These discussions shall be based on the company’s and the individual employee’s needs and wishes for increased competence. - that individual employees, as agreed between the employer and the employee, may be granted opportunities to take competence-building measures up to 7.5 hours per year, paid at the ordinary salary rate. It is a precondition that the employee has an intention of completing the programme and puts in any necessary additional effort in their free time. The executive management of each enterprise shall encourage and guide employees to pursue continuing education, while the employee remains responsible for their own development. Managers and employees shall meet for annual performance reviews (medarbeidersamtaler) to discuss the employee’s personal development and future development possibilities. The manager shall prepare individual development plans on the basis of these reviews. The cost of competence development in accordance with the enterprise’s needs shall be borne by the enterprise. The enterprise may cover the cost of voluntary training and education programmes approved by the enterprise. Agreed, relevant education and training shall be reimbursed at up to 100 % of the costs incurred for books, course fees, semester fees, examination fees and other expenses. Completion of the programme is a condition for reimbursement. If the expenses are substantial, the enterprise may advance some of the costs. If the programme concludes with a formal exa...

Competence development. At regular intervals, the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement, Chapter XVIII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training.

Competence development. Employees have the right and obligation to develop their competences in accordance with the conditions at the individual company, with the goal of strengthening competitiveness and the development opportunities of com- panies and employees. In order to promote the company's overall competences and the profes- sional, general and personal development of employees, it is recommended that the company and employees work systematically with formal education as well as competence development at the workplace. This should be done through daily work, upskilling, new forms of work organisation as well as through continuing and further education. This includes giving the employ- ee a reasonable opportunity to update their education. Both company and employee are encouraged to take joint responsibility for promoting competence development in order to ensure a connection between the company's competence needs and the employee's ability to fulfil current and future job requirements. To the extent that the employee and the company agree, participation in long- term continuing and further education is recommended. In such situations, the parties recommend that companies consider hiring temporary workers.

Competence development. The future competitiveness of industry will be dependent in a large part on adaptation to new technology and the knowledge and competence of the employees. To ensure that employees are able to obtain the qualifications needed for new tasks, and thereby are able to satisfy the enterprise's future requirements, the parties have agreed that:  it is of great importance to increase interest in and opportunities for vocational training, and to arrange conditions so that enterprises that have the necessary prerequisites, to a larger extent take in apprentices.  the need for taking in apprentices must be discussed between the enterprise and the shop stewards.  joint work must be done to provide continuous updating and vocational training so that the training is as nearly as possible compatible with the needs of the industry at all times.  efforts must be made to ensure that the system of passing trade examinations pursuant to § 3.5 of the Education Act – "The experience-based trade certification scheme" – is also maintained in the future.  the Vocational Training councils must seek to provide training courses for updating the qualifications of skilled workers as necessitated by changed working requirements and conditions, new technology, etc.  when new technology is introduced, the employees it affects shall be given the necessary training. The nature and extent of such training shall be discussed between the parties in the particular case, see Chapter V of Supplementary Agreement IV to the Basic Agreement. Training provided during the employee’s ordinary working hours shall take place without loss of earnings.  further education is the concern of the various educational establishments, the enterprises and the individual employees. The parties will seek to influence the authorities so that further education is offered, during working hours and during leisure time, depending on the local conditions.  the enterprise and the shop stewards shall discuss general training issues with a view to improving the competence of the employees.  that the enterprise and shop stewards discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational trainin...

Competence development. At regular intervals the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement chapt. XVIII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training Whenever no measures whatsoever can be taken to achieve satisfactory protection for life, health, safety or the environment, the employees shall be provided with suitable, approved protective equipment. The employees must be given training in use of the equipment.

Competence development. At regular intervals the parties at the enterprise should discuss the need for supplementary and further education, see Basic Agreement, Chapter XVII. The enterprise and shop stewards shall discuss annually whether there is a competence gap in relation to the enterprise's competence needs and how then the opportunity for unskilled workers to obtain a trade/craft certificate can be facilitated. The discussions shall be based on the enterprise's need for skilled workers and the individual employee's need and desire to expand his/her competence. The provision of vocational training in all enterprises that fulfil the requirements for being a training establishment should be an objective. The central and local parties must make provisions so that labour immigrants who work in this country and aim to be part of the Norwegian labour market are able to strengthen their basic language skills, safety knowledge and working culture. The enterprise and the shop stewards shall discuss how the competence of older employees can best be put to use in connection with training 1. This chapter applies to all piecework in the trades with nationwide piecework schedules. The following trades have nationwide piecework schedules: Tinsmith trade, painter trade, bricklayer trade, plumbing trade, roofing trade, carpentry trade, cement trades and landscape gardening trade. Piecework is work for which all or part of the earnings varies according to performance, the quantity produced, etc., see Appendix 13. 2. Prices/times other than those in accordance with the nationwide piecework schedules may be agreed upon locally. The earning possibilities in accordance with piecework schedules agreed upon locally shall not be poorer than if the work was performed in accordance with the nationwide piecework schedule for the trade in question. Disputes concerning the earnings possibilities in local piecework schedules shall be treated in accordance with the provisions in § 4-16, items 1 to 3. - tinsmith trade: 96.31 % - painter trade: 16.75 % - bricklayer trade: 16.75 % - plumbing trade: 12.48 % - roofing trade: 44.91 % - carpentry trade: at leastNOK 200.94 The percentages to be added and krone factor as from 1 August 2018 are: - insulation fitters: NOK 205.34 - cement trades: at leastNOK 239.57 - landscape gardening trade: 173 øre 1. Pay systems based purely on piecework rates (100%) serve as an incentive for initiative and effort and promote productivity. 2. The krone factor for the carpentry tra...